Posted by: kaaprohr | April 26, 2018

10 Basic Tips to Write Effective Resume for Fresher

Your resume is the first document that will be screen by Employer / HR / Recruiters. So we are going to write a series of article on writing Effective Resume. Definition of Effective Resume is not that it looks good and has a lot of impressive jargons. An effective resume is one which can help you get the right job. We need to understand the basics of resume writing which can be enhanced once getting some experience in the job.

Let’s start with 10 basic tips for other aspects (Except Experience Section. You can read about Experience section tips here.

  1. Get Print of resume on regular A4 good quality paper as it will be filed and used for future reference.
  2. Use standard font across all sections of the resume. This will help in uniformity. Also, choose a professional font to write a resume. Avoid comic fonts.
  3. Use basic Grammar / Spell check before print. It is better if it is reviewed by some professional before print
  4. If you are fresher, projects section is very important. If you have 5+ years of experience it may have very less significance.
  5. Give your contact number and one alternate number so recruiters can reach you easily.
  6. Do not include facts like Height, Weight, cast and so on. This is not you Biodata for marriage proposal so it is irrelevant
  7. Put your qualification in reverse chronological order because of normally highest qualification matter most.
  8. Do not paste Objective / Key Skill from the online or other resumes. Give some thought and write your own skills. This can be important discussion during the interview.
  9. You can add your computers / IT skill as it is mandatory for most of the jobs now.
  10. You can always use the template to create the good resume. A lot of templates available online. The important point here is to make sure that you do not copy paste things.

Always remember that the good resume is the key to an interview call. Even if you are sending your resume to some of the best placement agencies of your city, they will scan you with the same parameters.

 

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Your resume is the first document that will be screen by Employer / HR /
Recruiters. You will be reading series of blogs to create an Effective Resume.
Definition of Effective Resume is not limited to good looking design with lots of
impressive jargons to impress the recruiter. An effective resume is one which can
help you get the right job. It must send the message in the most effective manner
to the recruiter.

Recruiter normally goes through hundreds of resumes daily and hence it is
almost impossible for him/her to read everything candidate is writing in the
resume. We need to understand how to write a job-winning resume and what
points to keep in mind while creating our resume. We will start with basic tips
in this blog and in upcoming blogs will go through some other important
aspects of writing the best resume.

Basic Tips

Here are 7 basic tips to highlight the ‘Experience section’ in a resume:
1. Give priority to this section If you are an experienced candidate.

2. Give important space for your experience in your resume. Highlight the
key achievements in the better ways to attract the recruiter.

3. List your experience in reverse chronological order. Last job first and so
on because it will show your recent work on the top.

4. Mention your duration of job in the resume. This is important and you can
mention duration by writing month and year.

5. Besides designation, list some activities you perform every day. It will
show your extra skills to the recruiter.

6. Also, give some details about the company you worked for. This will give an idea
to recruiters about your company and sector you worked with.

7. Make sure your resume is updated and it is in line with your online
profile at social and professional network site like Facebook, LinkedIn
and Twitter.

Posted by: kaaprohr | July 13, 2017

A Day in the life of Recruiter (@kaapro)

We know some recruiters love talking,
but not just through quick email squawking.
They pick up their cell phones,
say “Hi!” in a warm tone,
these pros are the ones who are rocking

Ever wondered what working in recruitment in Kaapro really consists of?

It’s really difficult to sum up a day in the life of a recruiter, primarily because no day is the same! We all have a to-do list which usually consists of “call client A, pass on feedback to candidate B, run a search for client C”. Our to-do list is not always followed due to constant changes that happen on a day to day basis, be it with clients, candidates or industry specific changes. As a result, we are constantly shifting from working on one thing to another, depending on priorities.

That being said, we would typically start the day by checking whether we have any new candidate applications on the roles we would be handling. We review CVs and set interviews with potential hopefuls. Most days we have team meetings to discuss candidates, clients, and share challenges to get help from the team, and celebrate successes (we also at times share some industry gossip!).

We usually have a few interviews scheduled every day, which require preparation and research on questions to ask during the meeting. We also have to run searches through our database, for particular roles we might be handling, and call potential candidates to see whether they are interested in the opportunity. Once we’ve compiled a shortlist, we then put the candidates forward to the client for consideration. At this point we would communicate with the client and obtain feedback on the applications. Here we can better gauge the company’s requirements, improve on our short listing whilst also supporting candidate’s applications by putting forward additional verbal recommendations. Once the short listing phase is complete we help in the setting up of interviews

One of the hardest parts of the role truly understands the requirements of the candidates and the clients. The reality is that we are dealing with people who are not always as clear on what they are looking for as we would hope. As a result, if we do not ask the right questions to elicit the underlying needs of the candidate/client, the repercussions can be quite unpleasant. We could end up with having a candidate making a wrong career turn because we did not unravel his or her real motivations for wanting to change jobs. Alternatively, we could have a client frustrated with us because we are not putting forward enough candidates or the candidates he/she he really needs.

Usually, not understanding the candidate/client ties in with us not having gained their trust. If they do not trust you, the probability is that they will not be as forthcoming with information as you would like. This is much easier said than done as trust is earned by being open and honest with clients whilst also showing that we know what we are talking about. We must show that we are abreast of what’s going on in the industry and what may result through certain actions and decisions. Setting candidate and client expectations are a crucial part of the role, we need to be realistic and let them know when we feel they are going astray. This goes hand in hand with dealing with disappointments, both from a candidate and client perspective and also having to handle your own disappointments. For every position filled there are a number of disappointed candidates that need to be given feedback as to why they were not successful. It is not easy, but it is a daily part of the job.

All in all, I genuinely feel that the challenges we face on a day to day basis are very much character building in that learning how to deal with difficult candidates/clients is a skill that can be implemented across various other circumstances outside of work. Apart from that, you learn so much just from interviewing candidates and meeting different people, it is a growth process in and of itself.

One of the most exciting things about being a recruiter is the day-to-day variation in the job.  You never know what’s going to happen when you walk in the door.  The perfect candidate about to accept a job pulls out at the last minute, or a client loves a candidate so much they offer them the job on the first interview!  There are many ups and downs in the life of a recruiter, but there is nothing better than the feeling of bringing together a qualified candidate with a great career opportunity.  Recruiters are very special people, able to be counselors, negotiators, and motivators all in one day.

Posted by: kaaprohr | April 11, 2012

Recent Job Openings

Following is a list of some of requirements. Please apply if you are interested in any of them send your resume with subject line as a designation.

Sr. No. Designation Location Job Profile Requirement Apply To
1 Accounts Executive Surat • Billing, Writing Vouchers
• Basic Accounts
B. Com. / Mc. Com. First Class Shirin.gafoor@kaapro.co.in
2 Front Desk Executive Surat Front Desk Assistance & Other back office Activity Good Communication and personality Shirin.gafoor@kaapro.co.in
3 Back Office Executive Vadodara Letter Drafting and other back office activity Graduate / UG with basic knowledge of computers pratik.gajjar@kaapro.co.in
4 International Sales Surat Ø Cotton Yarn Sourcing
Ø Cotton Yarn Export
Ø Interaction with clients
International sales experience in any kind of yarns Shirin.gafoor@kaapro.co.in
5 Fitter Mumbai O&M in a Plant ITI Fitter with 2 years of experience Shirin.gafoor@kaapro.co.in
6 Center Manager Surat Sales, Operation, Quality control and all activities related to running a center successfully Heading or managing any education center in past bhavik@kaapro.co.in
Posted by: kaaprohr | December 25, 2010

Geographical Reach – Kaapro

As Kaapro started operations in Surat last month, it is available at 8 locations across India. Company is planning to widen its geographical reach to cater clients across India.

Gurgaon (Registered Office)

11/3, Crimson Park South,
Vatika City,
Gurgaon – 122002, Haryana, India.
Tel: +919953091959
Email: delhi@kaapro.co.in

Full Functional Offices:

Indore

210,Royal Diamond,
Yeshwant Niwas Road,
Indore – 452003, MP, India.
Tel: 91-731-4042043 / 4527687
Email: indore@kaapro.co.in

Guwahati

# 152, Sauravnagar,
Beltola Bazar Road,
Guwahati – 781028,Assam, India.
Tel: 91-361-2307264 / 2307265
Email: guwahati@kaapro.co.in

Bhubaneswar

108/B,Janpath,
Unit III,
Bhubaneswar – 751001, Orissa, India.
Tel: 91-674-2394586 / 2394587
Email: jobs.bbsr@kaapro.co.in

Patna

305 Varma Centre, Boring Road Crossing
Patna, 800001
Tel: 0612 – 6530161/ 3263164
Email: patna@kaapro.co.in

Surat

B-206, Tirupati Plaza,
Athwagate, Surat 395001
Tel : 0261 6643406
Email : Surat@kaapro.co.in

Representative Offices:

Bangalore

7, Rohan Ashima, Brookefields
Bangalore, 560037
Karnataka, India.
Contact: + 91 9845133767
Email: bangalore@kaapro.co.in

Pune

1st Floor, Yashsrhree Tej,
Plot No 12, Vidyanagar,
Pune – 411032
Contact – +91 9579380606
Email: pune@kaapro.co.in

Posted by: kaaprohr | December 10, 2010

Sales Incentive Vs Performance Incentive

One the surface these two terms might seem quite similar but their application is quite different in reality. The sales rewards are quite simply a small part of performance incentives plan that contains much more vast area.

Sales Rewards can be taken as simply the rewards associated to sales for certain product or service. The sales rewards might simply be part of the salary of certain sales staff or can be an inducement for the customer but its effectiveness is often not as much as the performance incentive.

Performance Incentive is aimed at creation and promotion of certain behavior, this might be increase sales, production, reduction of errors or simply the increased turnover among the staff. This is much wider area as compare to the sales rewards and has much more relevant application in long run.

The performance incentives can easily be made as part of regular practice of organization too quite easily. Their effectiveness is proven as compare to the sales its targets are much more stable in reality. The sales targets keep changing and are often subject to the various other elements in the market as well.

Interestingly there is some difference in the terms bonus and the sales incentives also. The bonus being part of salary can be subject to different legal precedents the same is not true for the incentives. The sales rewards are often taken as cash or similar on other hands the incentives are more often non c ash.

The payment mechanism of both these is quite different too, the simple calculation of sales can be used for calculation of the sales rewards on other hands the incentives might be achieved more easily and are in control of the person achieving them as compare to sales which is subject to the behavior of some other party.

 

Posted by: kaaprohr | December 10, 2010

HR Basic: Recruitment

ou have decided to hire a new employee, you are growing or replacing someone. Yeah! Then the dread sets in about the process, you may loose a little confidence in your ability to find the right person or you rush through it and wonder why the new person doesn’t work. All this can be avoided with planning and a process. In recruitment consistency is key – not only for your sanity but to ensure you are hiring right the first time and every time.

The more you have a system in place the dread, insecurity and turnover will disappear. Each time you go through the process you will get more comfortable and become a pro.

Let’s talk about the process. This is what a call my D.I.A.L. I.N.T.O. Recruitment process, the acronym gives you each step of the process and makes it easy to remember. While this is a subject I can talk about for hours (and have), I will give you a summary to help you get started.

D – Description of Position

Nothing formal is needed here, it can even be on sticky notes attached to your computer monitor. Before you look at one resume, speak to a candidate or write an ad – this must be done. Write down what skills are needed, attitude, or personality desired, and nice to have attributes.

I – Interview Questions

From the description, write down the questions you want to ask each candidate to see how they measure up to the job. These will be the minimum questions you ask each person you interview. This will allow you to compare apples-to-apples since everyone is answering the same questions.

A – Ad Creation

Be creative and make people interested in your company. When describing the position be honest, emphasize the skills needed, and talk about your culture. This is no different than your marketing campaign. Reach out to your target audience – the perfect employee.

L – Look over resumes

You will receive lots (and lots) of resumes for your position – how do you screen them? Take a look at your requirements and look for them on the resume (or cover letter). Don’t focus on job titles, they can be deceiving and vary from company to company. Also, don’t toss someone aside just because they are from a different industry – they may have some very transferable skills that you can use. Instead look at their accomplishments and skills.

I – Interview Candidates

Now you get to call the candidates and ask them the questions you have written. I suggest a phone interview to review their career and skills and then an in-person interview to dig deeper into their back ground. Keep notes! Again, nothing formal is needed but if you are interviewing several people over a week, you may forget what someone told you.

N – Notify Candidates of outcome

One of the hardest things about being a candidate for a position is not knowing where you stand. If someone is not right for the position – call or write them. If the process is going to be delayed for whatever reason – tell them. This communication will not only reassure candidates, it will eliminate the calls to you checking in on their application and it will work as PR for your company as they will speak positively about you.

T – Talk to references

Regardless of how you much you like someone and want to offer the position on the spot – check their references. Talk to people who have worked with them or for them. Ask about the same skills and attitude you are interested in.

O – Offer employment

Here’s the final step of the process – offer them the job! This is the fun part, after all who’s not excited about a new job. Where most people fall short here is not following up with a letter to confirm the offer. Too many times there is a misunderstanding about the hours, pay, start date or benefits. Put it in writing and send it to them before they start. A lot easier to correct any misunderstands before they start working for you.

Don’t let the recruitment process get you down, cause you to procrastinate or hire the first person who walks in the door. Follow the process and enjoy.

Need help in getting your recruitment program off the ground, or need coaching on any of the steps of the process – contact us. Coming soon – The D.I.A.L. I.N.T.O. Recruitment Workbook!

Happy Recruiting!

 

Posted by: kaaprohr | December 10, 2010

Your Mind Matters Most!

Yes, that’s right, Mind Is Matter, or more precisely thought is energy and energy is what all matter is comprised of. With that in mind let’s consider the benefits.

By careful manipulation our thoughts can become anything we choose as long as we follow a few simple rules. ‘ It must be reasonable ‘ It must be best for all concerned ‘ It must by something we truly desire

Nowhere is it written that our greatest hopes and aspiration cannot become part of our reality if we believe it is possible and that’s where the problem lies. Our limiting beliefs kill most of our efforts in manifesting.

We have been so conditioned by friends and family as to what is possible and what is impossible that our manifesting is limited or stymied altogether. When we try to create the life of our desires our reasoning gets in the way. So to further your cause and to allow you to create you must rid yourself of these limiting beliefs.

I know this is a tall order, but an essential step in the process. Begin by having positive thoughts. You are much more receptive with a positive mind.

Next, start thinking of those things which you have heretofore thought to be impossible. Begin with something small that you want, but thought it was impossible for you to attain.

Once you have attained it the confidence in your abilities will grow and you can move onto something a little more difficult. As you continue you will find that there is nothing you cannot have become a reality in your world.

There is a direct correlation between your confidence level and your abilities to manifest. As I said before a positive mind will take you so much farther in your endeavors to manifesting your desires. The ability to concentrate is also very important.

In order for you to manifest your desires you need to have the desired object or condition firmly pictured in your mind in as much detail as you can visualize. Then see yourself using and enjoying the object or condition.

Many of you imagine but what you must do is employ imaging not imagining. You are not wishing for it, but rather you know that it is yours. If it is otherwise it will not come to be.

The most important idea I can plant is that your conscious brain is the least powerful of the two. The subconscious mind or what I like to refer to as the super-conscious mind has so much more capabilities. The truth of the matter is that it absolutely has no bounds since it is part of the Universal mind or what is also known as the Cosmic Consciousness.

So begin today. Create your positive mindset, practice meditation and reach the alpha state where you can access the super-consciousness. Completely quit allowing yourself to be limited by your limiting beliefs and see yourself living the life you want to live. Program your super-conscious mind and let it go to work for you. It is tireless and eager to create the life you want.

 

Posted by: kaaprohr | December 10, 2010

Avoid Creating Negativity

In life I believe that you shouldn’t live by other peoples rules, and you shouldn’t care what others think of you, but also that you should hold yourself to your own standard of rules for how to live. One important rule that I try to live by and I suggest you try to live by as well, is the simple rule that says “Don’t create negativity”.

This is a principle that I think if applied by many people could really transform the world we live in. It’s a simple enough concept but I think ensuring you live by it can have a positive impact on yourself and everyone around you.

When I say ‘Don’t create negativity’ what I mean is, don’t do things that cause negative emotions in others or even just in yourself. A simple example of this is throwing an insult at someone. When you insult someone you cause negativity in the mind of the person you are insulting therefore breaking the rule. A more personal example of this rule is when you think something negative about yourself. If you look in the mirror and feel bad over how you don’t think you look attractive enough you’re creating unnecessary negative emotions inside yourself.

Negativity is like a disease

Negativity is contagious, it’s very easy for negativity to spread from one person to another. When a miserable person comes into a room and starts complaining continually about this or that it’s not hard for those around him to start feeling negative, either they will feel negativity in annoyance or resistance to what he is saying or begin to share his negativity in agreement of what he is saying.

When it comes to creating negativity, the old saying ‘what goes around comes around’ applies. If you snap at someone who asks you a question at work for whatever reason that person may fall into a worse state of mind, perhaps he will snap back at you, or tell someone else off, or make a mistake during his work costing the company as a whole… Creating negativity can cause a chain reaction that can affect many people’s lives and will most likely come back to you in one way or another. A single ripple in a small pond can affect the surface of the entire water.

Alternatives to negativity

What if someone’s being an asshole to you… or they are arguing a point that is obviously wrong… what if you need to stand up for yourself? Does not creating negativity mean becoming a doormat for people to walk all over you? Absolutely not… It’s just about dealing with problems in a better way creating as little negativity as possible. When you focus on dealing with a problem without creating negativity you tend to apply more calm, logical and persuasive methods to get the desired outcome. Difficult people are often eager to have some negativity thrown their way so they can throw some back, calmly telling a difficult person what’s up in a logical way is usually much more effective than starting a negativity war with them. Solving a problem is often easier and more efficient if you don’t cause any negativity as you go.

It’s the intention that counts

When it comes to not creating negativity you should focus on the intention behind your actions rather than the actions themselves. When raising children for example it can sometimes be necessary to take disciplinary actions that cause some negativity in the mind of the child, but as long as the intention behind the action is positive… such as protecting the child from harm… then you’re not breaking the rule. Tough love can be necessary at times… just try to use a method which creates as little negativity as possible while getting the desired result.

Where does negativity come from?

A person’s default state of mind is not negative. When you first wake up on a Sunday morning without the alarm clock or before any thoughts on the day enter your mind you won’t have any negativity to speak of. Any negativity you feel for the rest of the day must be created from somewhere, whether it be other people or our own minds.

I think the largest majority of negativity in the world comes from within when people resist what is. When people resist the situation they are in, and create negativity over it, and put themselves in a negative mindset, it’s usually only a matter of time before they are spouting the negativity spreading it to other people. Bad things happen in life, but if you calmly try to fix the things that are within your control, and accept the things which are outside of your control with a positive mindset there is no need to create negativity.

A better world

If everyone woke up one day and decided that today they would not create any negativity (in their own minds or in others) the entire contagious spreading effect of negativity would cease. People would have no trouble keeping a positive attitude because everyone they interacted with during the day would be doing the same.

Unfortunately convincing the whole world to follow this rule isn’t easy, but it is easy to convince ourselves. Tell yourself ‘don’t create negativity’ and make your own life, and the lives of the people surrounding you just a little bit better.

 

Posted by: kaaprohr | December 6, 2010

Job Hunting Tips

1) Prepare a CV / Resume that will help to get interview calls. Get professional help for that if required. contact either Naukri.com or Kaapro Management for the same.

2) Update your details on top 5 job portals. make sure you fill all details and nothing relevant is left blank. to know more about this visit here

3) Treat finding a job as job itself. spare some time regularly for job search.

4) Use your network. speak to HR persons from your contact list and take references fro them where recruitment is going on.

5) Go and meet good consultants in your city rather that just forwarding your CV. this will help you to identify right sectors.

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